You’ve heard it (and maybe said it yourself) countless times this week: I Can’t believe it’s October already! Or, as my father, Sam Cania, would say, “before you know it, Christmas will be here and gone!” I didn’t understand the meaning of that statement back then, but it’s all too clear now that our children are grown and we have a grandson!
Speaking of our toddler grandson, Connor, he’s waiting patiently for me to play with his trucks. So, as much as I enjoy spending time with you, I have a play date!
Tic, tic, tic…time is running out! The deadline for the Sexual Harassment Prevention Training required by NY State is next Wednesday, October 9, 2019! Still have employees that have not completed sexual harassment prevention training? HR Compliance Experts is offering an online, on-demand training program—at the special price of $25.00 per employee—for last-minute compliance. Email firstname.lastname@example.org for more information or to register your employees.
A flag on the play! Rontez Miles, a NY Jets player, is suing the National Football League (NFL) for disability discrimination under applicable state and federal law. Miles has alopecia areata, a condition causing an optical sensitivity to light. To mitigate the effects of this condition, Miles played his entire career with an eye shield, in addition to his helmet and faceguard. That changed when, before a 2017 preseason game, an NFL official “demanded” he remove the shield or not play in the game. Playing without the shield, and unable to take appropriate defensive measures due to the bright sunlight, Miles suffered a broken orbital bone when he “took a thumb or finger directly to the eye.” Ouch!
Who’s the party pooper now? A Manhattan medical office is being sued by the Equal Employment Opportunity Commission (EEOC) for religious discrimination. In December 2018, Pediatrics 2000 fired an administrative assistant after she requested not to attend a company party because it would violate her religious practices as a Jehovah’s Witness. According to the suit, the employer excused other employees from attending the party for “non-religious” reasons. How was she fired, you ask? A text from the owner that read, “this is your last day of employment. We can’t tolerate religious privileges from anyone.”
If you can’t say something nice… According to my mom, that phrase ends with, “…don’t say anything at all.” Somebody at Kickass Masterminds, an Austin, TX marketing company, didn’t learn that lesson. After Emily Clow applied for a “Kickass” internship, she was shocked to find a photo of herself in a swimsuit on the company’s Instagram story, along with, “PSA…do not share your social media with a potential employer if this is the kind of content on it. I am looking for a potential marketer–not a bikini model.” Did I forget to mention the company was founded and is primarily run by women?
NY State strengthens protections for domestic violence victims Although NY State Human Rights Laws (NYSHRL) currently bar workplace discrimination against domestic violence victims, Governor Cuomo recently signed legislation that will grant additional protections to these employees. According to an alert from Kramer Levin, effective November 18, 2019, the NYSHRL will identify prohibited discriminatory practices and require employers to provide specific accommodations to employees who identify as victims of domestic violence.
Thanks for spending a small part of your day with me, and have a great weekend!
Posted by Frank Cania, president of HR Compliance Experts LLC.
Please feel free to contact Frank at email@example.com, or 585-380-1566 with questions or for more information.
Disclaimer: This content is for informational purposes only, does not constitute a legal opinion, and is not legal advice. The facts of each situation should be considered and analyzed individually. Therefore, you should always consult with competent employment counsel regarding any issues discussed here.
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